Staffing Organizations (4th ed.)
Chapter 4 Notes
A† _______________ is best defined as the organizationís indicator of tasks required for each job.
> ††† Job = compilation of work assignments / tasks; known by organization through the job title
> ††† Position = organizational "slot" held by an individual incumbent
> ††† Task dimension = duty; area of responsibility
> ††† Job element = smallest work unit without separate movements/actions; mental processes
Knowledge, skills, abilities and other attributes (KASO) convert into the _______________.
_______________ matrix contains intrinsic and extrinsic rewards
Intrinsic v. extrinsic rewards
∑ _______________ examples include pay, promotion, and benefits
∑ _______________ rewards assessment is difficult; requires substantial organizational commitment.†
††††††††††††††††††††††††††††††††††† ††† Examples include job satisfaction and autonomy.
_______ ____________ is the relative differences in reward amounts experiences by different incumbents.
∑ Measuring reward differentials through surveys > standard deviation of ratings = variability of the reward
_______________ †matrix = job title; job summary; tasks/duties/responsibilities/KSAO; and, job context [physical & environmental elements]
∑ ____________ jobs = most suitable for job > clear lines between jobs in terms of tasks & KSAO with little overlap between jobs on either
∑ ____________ jobs = due to technological and workload changes
∑ ____________ jobs usually have very broad job titles
∑ ____________ jobs = unique and created in response to the known availability of a specific person with highly valued skills. [e.g., former politicians and high level government employees]
Teams: advice/involvement; production/service; project/development; action/negotiations
∑ Quality control circles = example of ____________ team
∑ Union/management negotiation teams = example of ____________ team
††† †Job analysis methods
∑ ____________ is good for jobs with physical components and relatively short task time cycles;
∑ limited by observer expertise.
∑ ____________ allow easy access to large numbers of people/respondents
∑ ____________-based job analysis attempts to identify and describe job requirements in terms of general KSAO that are required across a range of jobs.
∑ EEO/AA = written/trained process; written job descriptions; large sample size; focus on primary tasks
∑ ADA = essential job functions => position exists; incumbent expertise required to perform function; limited number of employees among whom the function can be distributed
Using consultants = job analyses may be conducted by in-house or outside consultants
∑ ____________ †consultants = good when technical innovativeness is critical; legal scrutiny is high; and/or specialized analytical/statistical methods are needed.
∑ ____________ †consultants = good when knowledge of the organizational culture is critical